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NATIONAL ISSUES – AGENDA FOR CHANGE AND BEYOND. Ill Health Retirement and Sickness Absence Review Pay 2008/9 Unsocial Hours Review. ILL HEALTH RETIREMENT AND SICKNESS ABSENCE REVIEW. Why? Part of NHS Pensions Review When? March 2006 to October 2007

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national issues agenda for change and beyond

NATIONAL ISSUES – AGENDA FOR CHANGE AND BEYOND

  • Ill Health Retirement and Sickness Absence
  • Review
  • Pay 2008/9
  • Unsocial Hours Review
ill health retirement and sickness absence review

ILL HEALTH RETIREMENT AND SICKNESS ABSENCE REVIEW

Why? Part of NHS Pensions Review

When? March 2006 to October 2007

22 October 2007 to 21 January 2008

April 2008

- Next Steps? NHS Injury Benefits Scheme

issues around the review

ISSUES AROUND THE REVIEW

Sickness and ill-health not integrated

Staff in limbo

Stigma of ill health

Role of occupational health services

Redeployment opportunities

Increase in NPA to 65

Financial planning aspects

New NHS Pension Scheme

aims of review

AIMS OF REVIEW

Review arrangements for sickness absence prevention and management

Review provisions for ill health retirements and NHS Injury Benefits

Scheme

To make recommendations on:

- management of sickness

- issues relating to disability

- maintain reductions on requirements for IHR and IB

- assist sick and disabled to remain in NHS employment

- new regulation for IHR and IB

- revised AfC handbook

- good practice guidelines

review recommendations managing absences

REVIEW RECOMMENDATIONS: Managing Absences

NHS employers should develop absence management policy, enabling

agreement

NHS employers should provide support and advice for staff who are sick

Early intervention is key to successful outcomes

Integration of occupational health services and HR

Phased return to work actively promoted

Reasonable adjustments for disability

Effective redeployment policy

ill health retirement

ILL HEALTH RETIREMENT

Principle to support those unable to work

IHR benefits -integral part of NHS pensions scheme

Employers and employees incentivised to explore

alternatives

Employers incentivised to provide healthier workplaces to

rehabilitate and redeploy staff

Benefits should differentiate and resources redirected on

the basis of needs.

slide7

Recharge employers cost of IHR: 3 options

- mutual insurance scheme

- differential contribution rates related to use and

organisation

- current funding plus smaller capital charge to

employers

Discretionary extensions of sick pay

2 Tiers of IHR

- unable to do own job

- unable to do any regular employment

Pension benefits to be paid?

slide8

PAY

2007/8

PRB: 2.5%

Pay offer: staged 1.9%

Negotiations: revised pay offer

2008/9

PRB: extended remit to include

staff in PNC

recruitment and retention

affordability

inflation

equal pay

slide9

- This year’s evidence to PRB

joint staff side

Unite

data on vacancies and turnover

Staff survey: Income Data

Services

57% work more than contracted

hours

60% of staff considered leaving

job

94% staff thought 2007/8 pay

staging unfair

slide10

- Evidence includes:

substantial pay increase

independence of PRB maintained

PRB recommendations fully

funded

professional registration fees to

be paid by employers

Unite:

35 hour week

62% work more than contracted

hours

worse morale – 67%

unsocial hours review
Unsocial Hours Review
  • Started March 2005
  • Issues: cost

- one cap to fit all

- pay protection

- equal pay

  • Consultation: February 2007– 20th April 2007
  • Where are we now?
slide12
proposed agreement
  • to minister
  • to Public Sector Pay Committee
  • to members’ ballot
  • implementation 1st April 2008
slide13

Main provisions:

  • Promotion
  • Occupational Sick Pay
  • Pay protection
slide15
And pathology staff?
  • Impact of consultation and modelling
  • New agreement unsustainable for BMS

staff

  • All OOH = on call
  • QED?